The document discusses winning the war for talent in the mining industry. It notes that demand for talent will remain strong as major mining companies staff new projects and developing world companies seek world-class talent. However, the recruitment process is changing as talent risk becomes a higher priority and employees become less mobile. The document outlines different channels for building a talent pipeline, including universities, professional networks, and country funnels. It emphasizes that an effective employment brand is needed to appeal to employees and attract candidates by focusing on elements like culture, development opportunities, and work-life balance, as traditional incentives alone will not be as appealing.
Engineering the right candidate. Richard Clegg (Recruitment Manager) outlines why the recruitment of top Engineering Managers can be beset with problems.
Engineering the right candidate. Richard Clegg (Recruitment Manager) outlines why the recruitment of top Engineering Managers can be beset with problems.
We aimed at influencing change and the transformation from traditional HRM to Strategic HRM, through analyzing HR organization & capabilities, while providing valuable insights and solutions on specific HR issues that clients face.
A slideshow showing pictures from Budapest, taken by night! More information can be found at <a href="http://www.hungarybudapestguide.com/">http://www.hungarybudapestguide.com</a>
We aimed at influencing change and the transformation from traditional HRM to Strategic HRM, through analyzing HR organization & capabilities, while providing valuable insights and solutions on specific HR issues that clients face.
A slideshow showing pictures from Budapest, taken by night! More information can be found at <a href="http://www.hungarybudapestguide.com/">http://www.hungarybudapestguide.com</a>
Introducing a 2D (X-Y) Joystick controlled stage I designed and built for Optical Tweezers, but could be used with any inverted microscope. This was a low budget stage system composed of parts from different vendors.
سیاست های امریکا در غرب آسیا در سال ۲۰۱۷. پیش بینیها و گزینه هاMajid Zavari
در این نوشتار تلاش بر آن است که در ابتدای امر، به مروری بر پیش بینی ها و تحلیل های ارائه شده در خصوص سیاست خارجی امریکا در غرب آسیا در سال پیش رو بپردازیم و در پایان، نگاهی مقایسه ای نیز نسبت به آن ها ارائه نماییم.
Liberty university hius 222 content quiz 3 complete solutions correct answers...Harry White
Liberty University HIUS 222 content quiz 3 complete solutions correct answers key
More than 5 different versions
https://www.coursemerit.com/solution-details/22984/HIUS-222-content-quiz-3-complete-solutions-correct-answers-key
Ek Titli is a Pune based startup assisting farm & home owners with design and setup of landscaped organic gardens. The packaged service “Earth Gardens” has been implemented for 50K sqft of farms in Mumbai, Pune & Gujrat. Expansion plans into retail segment in the organic products space.
Szóasszociációs módszerrel végzett tudásszerkezet vizsgálat saját fejlesztés...Balázs Czékmán
A modern, oktatást segítő eszközökhöz sok esetben konstruktív pedagógiai megközelítések úgy mint konstruktív tanulási környezetek, konnektivizmus, trialogikus tanulás (ld. Nanjappa, A. - M. Grant, 2003; Fehér, 2014, 2015; Komenczi, 2009; Kulcsár, 2009; Ollé et al. 2013; Racsko, 2012;) kapcsolódnak. Az új tanulási környezetek által generált, megváltozott tanulási és tanítási szokások azonban új mérési módszerek kifejlesztését és használatát indokolják. A tanulók tudásának felmérésére, tudásszerkezetének vizsgálatára szóasszociációs módszerek is alkalmazhatók (Shavelson, Ruiz-Primo és Wiley, 2005 idézi Nakiboglu, 2008). A vizsgálatok háttere, hogy a nyelvi rendszer, s annak szemantikus memóriájában tárolt fogalmai közötti kapcsolatok mintázatokba rendeződnek (Barabási, 2006), melyek elemei között kapcsolatok vannak (Daru és Tóth, 2013). Szóasszociációs vizsgálat alkalmazása során, egy-egy hívószó, kapcsolódó fogalmakat idézhet fel, melyek vizsgálatával, elemzésével feltérképezhető az egyén fogalmi hálója. A vizsgálati módszer már egészen kisgyermekkortól lehetőséget biztosít a tudásszerkezet felmérésére; alkalmazható óvodás (ld. Daru és Tóth, 2014), általános iskolás diákoktól (ld. Malmos – Revákné, 2015) egészen középiskolás tanulók, valamint felsőoktatásban tanuló hallgatókig.
A szóasszociációs tudásszerkezet vizsgálat egy viszonylag egyszerű módszer, mely tanórák végén is alkalmazható, így használatával könnyen és gyorsan kapható visszajelzés a diákok tudásáról. Az 5-6 hívófogalomra adott asszociációk összegyűjtése 5-7 perc alatt megtörténhet, melyek feldolgozása azonban hosszabb időt vesz igénybe. Ezt kívántuk könnyebbé tenni saját fejlesztésű, automatizált, online alkalmazásunkkal, mely teljes egészében elvégezhető IKT eszközökkel is, jelentősen lerövidítve a vizsgálathoz szükséges időt. Mobil eszközök használatával –akár a BYOD hozzáférés alkalmazásával, a tanulók saját eszközeit segítségül hívva– gyorsabbá és könnyebbé válhat az adatok begyűjtése, feldolgozása a papíralapú eszközökhöz viszonyítva. Előadásomban a saját fejlesztésű alkalmazást, és az ahhoz kapcsolódó vizsgálati módszer kivitelezését bemutató jó gyakorlatot kívánom megosztani, a vizsgálat előkészítésétől, az adatok begyűjtésén át, egészen a feldolgozásig. Az első eredmények kapcsán, egy általános iskolában végzett (n=149) „internet-használati” kutatás eredményeit mutatom be. A kutatás részletesen kitér a különböző évfolyamok közötti változásokra, s szemlélteti, olykor magyarázza, az idősebb diákok fogalmi hálójának bővülését.
kulcsszavak: tudásszerkezet vizsgálat, szóasszociációs vizsgálati módszer, IKT eszközök, mobil eszközök
Decision making is the central management activity, but its importance cannot be ascertained without pointing out the differences which individual managers face in making decisions.
All management decisions are not the same.
We know that, in practice, those occupying different positions within the organization and therefore performing a different set of management tasks, are confronted with very different types of decision.
So we need some kind of classification of decision types, in order that we can differentiate one decision from another.
Learning Organization Governance for Top PerformersCorpU
This presentation reviews models for structuring a learning function and how to institute an effective governance structure for corporate learning. The presentation also features how Textron moved from a decentralized model to a federated model for Learning and Development.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Maximizing the Individual and Organizational Impact of Professional DevelopmentHuman Capital Media
As the business environment (globalization, speed of change) and organizational structures (flatter, matrixed) have changed, the employee’s role in professional development has expanded. Traditional approaches to development have often neglected to align the needs of the business with the career ambitions of the employee — putting the company at risk of losing key talent.
Join Scott Mondore from Strategic Management Decisions as he shares ideas on how to maximize the value and business impact of professional development programs while helping employees realize their career aspirations and goals. Learn:
How to link employee career development to measurable business outcomes.
What role managers and organizations should play in their employees’ professional development.
How to assess employees’ professional needs, aspirations and skill gaps.
Practical tips on how to best implement professional development in your organization.
How to balance preparing for short and long-term business challenges and opportunities.
Presented by Doug Berg, Founder & Chief Innovation Officer, Jobs2Web, Inc. and Lou Adler, President, The Adler Group.
In this exciting webinar, Doug Berg of Jobs2Web and Lou Adler will show you what it takes to understand how top performers will think, act, and decide once the recovery gets some traction. Doug will show you how to pull all of your existing relationships – whether they’re in Outlook, your CTS, or some resume database – into a centralized and automated talent community using a centralized platform. This “talent community” provides employers with a direct and automated way to market opportunities to their own private supply chain of talent resulting in decreased recruiting costs and an increase in recruiter efficiency.
Here are some of the key topics you’ll learn in this action-packed session:
• Why the best are different than the rest
• The importance of targeted messaging
• Talent Hubs vs. Talent Communities
• The competitive advantage of the Jobs2Web platform
Emphasis on the importance of human resource planning early on in the start-up process by looking at the legalities of hiring employees, the process of recruiting and how to manage and pay employees.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]
1. Winning the War for Talent
China Mining
Paul Pittman
Managing Director, Swann Americas
November 2008
SWANN GLOBAL
2. Industry Demand for Talent
• Will diminish but remain strong
– Major minecos staffing new projects
– Developing world Minecos eager to be world class
– Impact of ‘lost engineering generation’
– Few untapped talent pools
• Recruitment process is changing
– ‘Talent Risk’ a Board and Investor level issue
– Less opportunistic
– Increasing pre-need strategies
– Employees less mobile
– Work becoming a commodity
– The “boomer” effect
– Focus on quot;Performance Fit”
3. Candidate Hierarchy
Swann “Royal World Class
Family” Competing with major
employment brands
Often several offers
Exceptional
With Mid-size and Juniors
Require development in global company
processes
Solid
Attracted by development opportunity; and
Comprehensive employment brand
Significantly greater development required
4. Global Recruitment Channels
Traditional
University Search
Alumni
Pre-need
Pipeline
Project Project
Completions Teams
Professional
Network
Country
funnels
Different channels A recruitment partner
fill the pipeline in aware of client’s
advance of need future talent needs
Focused channels replace
opportunistic single projects
5. Talent Pipeline
Universities
Associations
Local Country
Agencies Funnel
Project 1 Project 2 Project 3
Projects
Individuals & Project Talent Pipeline Timeline
Teams Funnel
• A well Documented Process
• Transparent to candidates
Company
Funnel
Alumni
6. An Effective Employment Brand
Appealing to Employees
• Employees select an
employer because
Terms and Work
Incentive
of their overall
Conditions satisfaction with
and perception of
the organization
• As work becomes a
commodity with
Reward Brand Location more Gen X, Gen Y
in management
positions, the
traditional terms
and conditions, pay
Vision Culture and benefits will
not appeal
Development
7. Assignment Challenges
Barriers to candidate success
End Date
HR Attention
Necessary
Career Planning
Assessment
Developmental Support
Employee Value
Fit Actual
Terms and Conditions
Contribution
Mobility Support
Start Date
Time
8. Paul Pittman
• Manages Swann Americas and our global consulting practice. He is a
member of the Swann Management Committee and partner.
• 25 years of international experience in HR including leading the Canadian consulting
practice for Deloitte, global HR roles at Alcan and Japan Tobacco International (formerly
RJR Nabisco).
• In addition to conducting major search assignments he works with Boards and executive
management on compensation strategies aligning business goals with incentives and
improving the return on investment tin people
• He has implemented global mobility systems and led multi-culture change initiatives and
noteworthy projects include globalizing Alcan’s HR practices following the merger with
Pechiney, leading the HR teams in the $8 billion acquisition of RJR by JT in 55 countries,
the $12m IPO of Novelis Inc., $20m in shared service savings from global rationalization
and working with the Board of Alcan re-designing executive reward globally.
• He is a former member of the Conference Board of Canada's Council of Human Resource
Executives and speaks regularly at conferences in North America and Europe
• He has lived in the UK, Canada (Quebec and Ontario) and Switzerland and worked
extensively in many other parts of the world and is currently located in Toronto.
9. About Swann
Executive Search and Human Capital consulting
to the resource sector
Global in organization, search methodology and
clients
Australian HQ
Private company owned primarily by its partners
Established 1993
60 staff worldwide
Serving major and midsize clients seeking,
retaining and rewarding mobile, technical and
leadership skills
AUSTRALIA AMERICAS CHINA MIDDLE EAST NEW ZEALAND UNITED KINGDOM RUSSIA